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Workplace Engagement InsightsLatest Employee Engagement NewsLeadershipShould I Do Follow-up Measurements for Employee Engagement?

Should I Do Follow-up Measurements for Employee Engagement?


I am often asked by clients about the frequency recommended for measuring employee engagement. As with most things, there isn’t a simple answer; however, here are some things to keep in mind:

You Must Measure Engagement Progress, Not Just the End Goal

The initial employee engagement survey, feedback process, and development of action plans can take several months, especially at large organizations. In light of this, clients often wonder if measuring on an annual cycle will be too soon.

Typically, measuring annually is not too soon – even if the feedback/action plan process took months. In fact, it is a very reasonable approach to measure again and inspect the results to confirm that you are on track. You don’t want to build new plans until the old plans are fully implemented.

Any plan of action should treat engagement as a journey not a destination. The person who embarks on a goal of having a better, healthier lifestyle visits the doctor and gets suggestions. Once they implement the suggestions, they want to know they’re moving in the right direction. If you go on a diet and exercise regime, don’t you want to know if you are losing weight? Don’t you want to know if your fat content is down? Don’t you want to know if your heart rate is down? Your blood pressure? 

So too should your company think like this person. You must measure progress, not just the end goal, or you might miss your mark somewhere along the way.

Employee EngagementMeasuring Engagement Actually Improves Engagement

Even if you’re not convinced about the importance of measuring your progress as you go, you can’t argue with the fact that the act of measuring employee engagement and involving employees in the action planning actually improves employee engagement, moving you closer to your goals.

Why? Because employees are more engaged when they are asked for their input and feel listened to and appreciated. Also, when they are shown the results they realize that management trusts and respects them. Finally, they understand that management is serious about taking action.

So, having plans that aren’t fully implemented is not a good reason to delay measuring. You still derive benefits from the act of measuring itself.

Alternatives to Conducting a Full Survey for Follow-up

  • Conduct the full survey only for a random sample of employees, instead of company-wide.
  • Do a “pulse survey” with only the top priorities measured to see if we are improving on the key issues identified. You can even ask for open-ended input as to why they rated the item the way they did.

Remember, you need to inspect what you expect. Failing to do so is like setting targets for financial performance but not producing regular updates to track progress.

>> If you want to know more about employee engagement surveys, don’t hesitate to schedule a complimentary 30 minute consultation!

Start engaging your employees right away with our FREE cheatsheet: Improving Employee Engagement in Just 10 Minutes.

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Written by Dwight Lacey

Dwight Lacey

Dwight is the President at Workplace Engagement Insights. He leads Workplace Engagement Insights with a clear understanding of the latest employee engagement research, survey best practices, and leadership styles that create successful businesses.

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